Companies should ensure that work practices, environments, and management processes promote employee wellbeing, reduce health-related risks, and comply with applicable health and safety legislation and equality obligations.  This is true for all employees but there are specific arrangements requried for women's health that need to be addressed.  Martin Mulholland looks at the issues.

As part of Equality in the workplace there are numerous adjustments that have to be made to accommodate our workforces.  Many Companies have Equality and Diversity Policies but these may not focus on the specifics of women's health.  Therefore, the question is "what are you doing to focus your management arrangements on health considerations that specifically or disproportionately affect women"?

These issues can include but may not be limited to:

• Menstrual health and related symptoms.
• Menopause and perimenopause.
• Pregnancy and post-pregnancy health.
• Reproductive health (e.g., endometriosis, polycystic ovary syndrome (PCOS)).
• Breastfeeding and expressing needs.
• Work-related risk exposures specific to women.

 Arrangements should therefore be put in place to:

• Ensure adequate resources and facilities are provided to support women’s health.
• Promote a culture that encourages open communication and reduces stigma.
• Ensure compliance with legal requirements (maternity protections, equal treatment, workplace welfare).
• Conduct individual risk assessments for pregnancy, breastfeeding, and any health condition disclosed by an employee.
• Support reasonable adjustments and maintain confidentiality.
• Signpost employees to wellbeing services when needed.

Staff should be encouraged to:

• Report concerns relating to work conditions that may impact their health. 
• Communicate (if comfortable) any work-related health needs that require adjustment.
• Participate in agreed adjustments or risk control measures.